社会交换视角下组织支持感跨界增益的情感性路径研究

A Study on Affective Pathways of Perceived Organizational Support from the Perspective of Social Exchange

随着经济的快速发展,员工在追求事业成就的同时,也越来越关注工作与家庭的平衡。过往有关工作领域支持性角色资源跨界影响工作-家庭增益的研究中较少关注个体对资源的情感性评估和给个体心理资源带来的改变。本文采用问卷调查法获取了443名在职企业员工的样本数据,探讨了组织支持感影响工作-家庭增益的情感性路径。结果表明:组织支持感显著正向影响工作-家庭增益;组织认同和核心自我评价分别在组织支持感与工作-家庭增益的关系中起部分中介作用,诠释了组织支持感跨界增益的多重中介路径。本文为管理者从社会交换视角理解工作家庭正向互动的过程提供了理论借鉴。管理者应将“组织、员工、家庭”视为一个更大的资源交换系统,从组织支持角度去促成员工工作与家庭的积极关系。

With the country's rapid economic development,employees not only increasingly pursue career achievement,but also focus on the balance between work and life.Previous research on the impacts of supportive role resource trans-boundary on work-family enrichment discussed less about individual affective perception and the change of psychological resources.In a questionnaire survey of 443 employees,we discuss the affective pathways of perceived organizational support on work-family enrichment.The results show that perceived organizational support has a significantly positive effect on work-family enrichment,while organizational identity and core self-evaluation play a role in partially mediating the relationship between perceived organizational support and work-family enrichment respectively,which explains the multiple mediation paths of trans-boundary enrichment of perceived organizational support.This paper provides a theoretical basis for managers to understand the process of positive work-family interaction from the perspective of social exchange.In management practice,managers are supposed to consider"the organization,employees and families"as a bigger resource exchange system,and facilitate a positive work-family relationship from the perspective of organizational support.